|
|
 |
 |
|
1. People (HR) strategies
People are your most important resource. A strategy is needed to attract them, recruit them, retain them, develop them and keep them motivated.
People management-Employers organisation for local government
The development and implementation of an effective people management strategy will help councils to ensure that they have the right people, in the right places with the right skills, at the right time. To be effective a people management strategy needs to be integrated with a council’s overall corporate strategy.
The national Pay and Workforce Strategy for local government advises councils to ensure that their workforce plans are focused on achieving the council’s objectives and improving services. This will require a strategic people management approach.
Developing a people strategy-Employers organisation for local government
Council staff are the key to improvement, as only they can provide the capacity to meet the increasing needs of communities. The way that employees are managed and developed, therefore, has a key impact on a council's capacity to deliver improvement and provides a pressing focus for integrating people management with the overall corporate strategy.
This section shows how councils can develop a people strategy to support improvement, and ensure that people management is dealt with in a holistic and effective way.
2. Investors in people
Investors in people is an independent accreditation process to enable you to improve you people management.
Investors in people
Investors in People is a national quality standard which sets a level of good practice for improving an organisation's performance through its people.
Since 1991 tens of thousands of UK employers, employing millions of people, have become involved with the Standard and know the benefits of being an 'Investor in People'. With the continued growth and up take of the Standard in the UK, international interest has been stimulated and continues to grow.
3. Appraisal schemes & training & development.
People like to know how well they are doing and the organisation needs to make sure their staffs have the skills and competencies to achieve their objectives and targets.
Advice on appraisal schemes -ACAS
This booklet is intended to assist anyone involved in the process of employee appraisal. It is one of a series of booklets and handbooks designed to give impartial advice on employment matters to employers, employees and their representatives.
Performance appraisals-Businessballs
Performance appraisals, performance evaluation and assessment of job skills, personality and behaviour - and tips for '360 degree feedback' and '360° appraisals'
Skills development--Employers organisation for local government
The delivery of consistent and effective service improvement relies on the skills and capacity of the workforce. The changing nature of local government service delivery means that more flexible and higher performing workforces are required. Councils need to be confident that they have, or can build, a highly skilled and flexible workforce to meet existing and future requirements.
Training & development-Businessballs
training, coaching, mentoring - developing people
4. Equal opportunities & equality standard
Treating people fairly and valuing diversity in your workforce is not only important for your business it is a legal requirement. The equality standard helps you assess the performance of your organisation on all aspects of equality.
Equality Standard-Employers organisation for local government
We have developed an on-line toolkit called e-s@t (electronic self-assessment tool), to help councils with the implementation and self-assessment process.
l
Setting targets for gender equality- Equal opportunities commission
The EOC has produced a Code of Practice that gives guidance on the interpretation of the legislation and advises on good equal opportunities practice.
Many employers now commit their organisations to an equal opportunities policy which sets out employment procedures and practices which comply with the requirements of the Acts and the Code; some have also set equality targets by which they can evaluate the effectiveness of their equal opportunities policy against qualitative and/or quantitative objectives.
Equality- IDeA Knowledge
'Equalities' is a short-hand term for all work carried out by an organisation to promote equal opportunities and challenge discrimination. Currently, this section deals with two aspects of equality; race and gender.
How to put equality into practice -Employment- Equal opportunities commission
More and more organisations are describing themselves as Equal Opportunities Employers. What does this mean?
This information lists those criteria by which employers and their employees can judge whether this description relates to their organisation.
5. Communicating with staff
Effective two - way communication with your staff is critical to your organisations performance. But this is as much about how you communicate as about what you say.
Guide to communicating with staff -SOCPO ( members only)
Comprehensive guide to auditing your internal communications and a mix of communications tools for consideration. Prepared for SOCPO by Tribal MPC.
Internal communication mechanisms-Employers organisation for local government
Effective internal communication helps develop capacity for continuing improvement and is a key element of developing capacity for continuing improvement.
|
|
|
|
|
|
